Vanesa Pérez1, Carlos-María Alcover1, Maria José Chambel2. 1. Department of Psychology, Health Sciences Faculty, Rey Juan Carlos University, Alcorcón, Madrid, Spain. 2. Department of Organizational Psychology, Faculty of Psychology, University of Lisbon, Lisbon, Portugal.
Abstract
BACKGROUND: In the case of workers with disabilities, family support is often essential to gain access to the labor market and achieve personal autonomy and financial independence, in addition to fostering job satisfaction and permanence in the organization. Moreover, the support offered by organizations is particularly valued by workers with disabilities, as the organizations that hire such people generally go to considerable lengths to ensure their adaptation and integration in the workplace, contributing to job satisfaction and permanence in the organization. OBJECTIVE: The aim of this study is to investigate the relationships between organizational support and family support with job satisfaction and intention to quit the organization among workers with disabilities employed in ordinary firms. METHODS: Our study surveyed 204 workers using a questionnaire, and we used Structural Equation Modeling (SEM) analyses to test these relationships. RESULTS: Our results show that organizational support is a significant explanatory factor in the levels of job satisfaction. Moreover, our results indicate that the participants perceived high levels of support from their families, facilitating the conciliation of work and family life. CONCLUSIONS: Our results have practical implications in order to improve full integration and normalization of workers with disabilities in ordinary jobs.
BACKGROUND: In the case of workers with disabilities, family support is often essential to gain access to the labor market and achieve personal autonomy and financial independence, in addition to fostering job satisfaction and permanence in the organization. Moreover, the support offered by organizations is particularly valued by workers with disabilities, as the organizations that hire such people generally go to considerable lengths to ensure their adaptation and integration in the workplace, contributing to job satisfaction and permanence in the organization. OBJECTIVE: The aim of this study is to investigate the relationships between organizational support and family support with job satisfaction and intention to quit the organization among workers with disabilities employed in ordinary firms. METHODS: Our study surveyed 204 workers using a questionnaire, and we used Structural Equation Modeling (SEM) analyses to test these relationships. RESULTS: Our results show that organizational support is a significant explanatory factor in the levels of job satisfaction. Moreover, our results indicate that the participants perceived high levels of support from their families, facilitating the conciliation of work and family life. CONCLUSIONS: Our results have practical implications in order to improve full integration and normalization of workers with disabilities in ordinary jobs.
Entities:
Keywords:
Workers with disabilities; family support; intention to quit; job satisfaction; perceived organizational support (POS)